Curtis Consulting is a big name in itself for the investors and their customers. What makes this firm more admirable is their work culture. For the outside world the perception that Curtis Consulting exhibits is of a most valued employer. But the internal management have a different opinion about their employees. The senior management believes somehow the employees are not giving their best and a more engaging culture is needed.

While the management is busy exploring the options around dealing with this situation the employees are giving their best to make Curtis Consulting a known and respected brand by enforcing the core values of the firm in their everyday work. The HR Team is busy in exploring more employee engagement methods that could potentially boost the productivity across the organization. After months of analysis, STEVE the VICE PRESIDENT and CIARA, the GLOBAL HR HEAD come to an agreement to leverage technology solutions to overcome this challenge.

The next few weeks were very crucial for both STEVE and CIARA as they had evaluated hundreds of technology vendors who could solve this issue more precisely. Eventually, North Planet Technologies software name SECRET SPY met the stakeholders expectations. The SECRET SPY software offered capabilities which could sync the meeting calendar, Tools snapshots and System ideal time. This way the tool summarizes and classifies the time spent on meeting, actual work and ideal time for the user system on which it is running. This was very convincing to STEVE and CIARA as they would be tracking the actual efforts for every individual organization wide.

At this point of time the workforce was unaware about such solution is being proposed to be installed on their systems by the senior management. As a pilot process STEVE and CIARA decided to install SECRET SPY on two teams headed by JAMES and JENNIFER. JENNIFER had a Elite reputation for heading a hardworking Team, While JAMES had a unsure reputation of heading a team that delivers on time with quality. Both of them were called to the meeting room and informed about the Senior Management decision. While JAMES opposed this decision JENNIFER was concerned about this decision on how she is going to deal with this sudden decision.

Both of them left the room accepting the decision and started working on the respective projects. In the next one Month JENNIFER left no opportunity to enforce this decision on her Team by calling their team early morning 8.30 AM to the office and asking them to sit till late hours. She even cut their Breakfast, Lunch and Evening Snacks time. On the other hand JAMES was calm and did not took any necessary extreme actions on the team. While STEVE and CIARA were concerned about JAMES Team, they were happy with the way JENNIFER was handling the Team. One month passed by in no time.

This was the judgement day for all four STEVE, CIARA, JAMES and JENNIFER. They both gathered in the room. Soon after that STEVE asked the Process Improvement Team to send the Presentation. STEVE and CIARA were very excited to see JENNIFER effort as they have seen her hard work throughout this one month. STEVE started the projector and saw the first report.

Both STEVE and CIARA were shocked to see the results while SECRET SPY tool rated JAMES as underutilized he was the one who did the needful additional work while making the organization profitable. On the other hand JENNIFER not only over utilized the work hours but also her project was in loss. STEVE asked JENNIFER about her experience to which she said “I was just following the orders, I didn’t realized in this process I was creating a panicking and unhealthy process for my Team which ultimately gave poor results”. The same question was asked to JAMES by STEVE to which he replied “I Trust my team and there is no software in this world which could measure the Trust, Respect and Bonding with your team which ultimately boosts productivity and gives them creative liberty to think out of box and create smart solutions.”

TRUST is an imaginary word but it has high impact our lives. In some cases it can create havoc situations if not used wisely. While when used wisely, In most of the cases it has given results exceeding expectations. So next time some one proposes this solution to your team, just don’t loose trust on them. Just flow with the flow and your Trust to your team would lead a path to success. Having said that you should constantly track your team progress as a Mentor. A company is successful because of its employees.

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Welcome to Curtis Consulting! A Premier Auditing Consultancy Services Firm.

This was the first line that excited JOE, An Associate Manager by now when he checked his mail box that evening. He has been waiting for this opportunity since a while now. After getting rejected thrice with this firm and around 5 interview rounds he had finally got this opportunity. That evening was a EPIC one for him as he bagged a role in his dream company.

His emotions were suppressing his ambitions that day when he signed the paperwork and introduced to STANLEY, The Vice President of this prestigious firm. His desire to make a change for this firm while maintaining healthy relationships with all stakeholders was the first strategy in his vision. But this firm was a bit different. He spent that day shadowing STANLEY to understand the expectations out of his role. He never left a single opportunity to exaggerate his association with this prestigious firm within his personal and professional connections.

Few days passed and JOE started taking accountability on his own. He started interacting with the customers of this firm on a daily basis to understand their issues. There were times when he proactively made decisions which was in favor of this firm. Now, it was a time when his contributions started to touch the limelight and he was appraised by the senior management. He assumed everyone is liking him personally. This assumption gave JOE a freedom to dominate his team both ethically and unethically. Most importantly he assumed the senior management was interested in only numbers. In order to achieve these numbers he made all possible tough decisions in the favor of management. 5 years faded off in no time and he was now promoted to Manager.

Everything was smooth and he had no regrets in climbing the success ladder by turning off many people aspirations under him. To his perception he was amongst the most sought after resource in his organization. He feared no competition from others as he was already in everyone’s good list. But organizations do change strategies to stay competitive. One fine day while he was working for a proposal someone knocked at his Cabin. He Asked the person to come in. With his drowsy eyes he raised his head to say GOOD Afternoon! when he was shocked to see ALICE once a Associate who is to work under him 2 years back. ALICE politely said I am the new Associate Manager hired to support STANLEY and will collaborate with him for the necessary information. JOE was rather shocked than surprise.

He rewinded his memories to reach his subconscious mind to find what was the reason she left the firm 2 years ago and found the reason to be him. Moreover he owed his early success to ALICE as she was the support behind his creative strategies and rising stardom at that time. He had exploited ALICE in all possible manners in the past to get the needed attention for himself. Moreover he had a lengthy experience in utilizing ALICE as a SCAPEGOAT. After few minutes STANLEY enters the room and asks ALICE to take on the Team JOE was heading while she was working with him. It was the same team which gave JOE his stardom and corporate visibility. This Team has now lost all hopes from the management as JOE has been enforcing his ideas on them all this while without giving them opportunity to being heard. His focus were only those consistent numbers.

ALICE was creative yet smart. She never intended to be the sole GOD for her team achievements. She believed in collaborative effort and fair appreciation. Like her thoughts were her team management skills. It was the results announcement day for Q2 and everyone was surprised to see the results ALICE team achieved in just 90 Days. The senior management focus was now on ALICE team for Q3 and this time on she delivered even more. Senior management was keen to invite ALICE to the board room to understand the approach she has bought with her to the Team.

ALICE enters the room surrounded by STANLEY, JOE and many other Directors and Vice Presidents of this firm. STANLEY asks her to explain the secret behind this incredible achievements. She says “BE A SCAPEGOAT. YOU WOULD LEARN THE SECRETS”

SCAPEGOATS are often the people who are blamed by the senior delegates for most mistakes they make. To cover their mistakes they are always in need of these SCAPEGOATS. But what is interesting in this story is how ALICE en cashed those failure threats in to an opportunity. She narrated to STANLEY how people delegated their incomplete work to her when she was associated with this firm 2 years back. In this process while everyone was focused on numbers she focused on the approaches and processes. It is her secret approach of handling situations under pressure which lead to her Team success today. She learnt from everyone’s mistakes in their incomplete work and when she added her learning with her creative ideas she was able to produce the results. STANLEY was impressed. But JOE was still not convinced and asked her what about the Team? How they suddenly started performing beyond expectations? To which she replied no additional guidance was needed to the team as they are very good in doing what they do. The only addition she did was a SMILE, ENCOURAGEMENT along with few little kind words infused with TRUST.

Most often we forget that COMMUNICATION, TRUST and RESPECT are the key things that drives MOTIVATION and POSITIVE VIBES within the team. Learning is a optional choice we make to succeed even in difficult times.

So next time you see SCAPEGOATS, Admire their work. They need our Motivation.

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Curtis Consulting hosts a mix of employees of all caste, religion and ethnicity. Off late they officially planned for hiring 0.1% people from LGBTQ community. While CIARA, the Global HR Head was not in favor of setting a different hiring process for them as this may make the community feel discriminated and isolated from the rest. But Management has decided to keep this process separate as this would exhibit their corporate social responsibilities as an Equal Opportunity Employer. In this process it was strictly communicated by CIARA to her HR Team on handling these applications carefully with utmost secrecy and privacy.

The HR Team posts these openings on a special section of the Job Board with a assurance to handle these profiles with Privacy. Few weeks later the HR Team receives a handful of applications and they start screening them. What made them think is these profiles are no less than other profiles in terms of skills and knowledge. CIARA, directs her HR Team to start scheduling their interviews with the hiring managers. As decided their sexual orientation is kept secret within the HR Team and the hiring managers were asked to evaluate these profiles on the basis of merit.

The HR Team plans to keep it a secret event and scheduled interviews for very few eligible candidates. On the day of interview SOPHIYA, a Data Science expert and a proud Lesbian by sexual orientation comes in for an interview with the Analytics Division Manager, MARTIN. SOPHIYA, enters the cabin with a smile and greets MARTIN for considering her profile to be interviewed. MARTIN and SOPHIYA discuss about her skills, earlier roles and career aspiration in the next 45 mins. After a while MARTIN sees a line in her resume “Proud LGBTQ supporter” which he earlier ignored and tries to start a conversation around her sexual orientation with her due permission of course. SOPHIYA is a brave and proud girl when it comes to her self confidence and promptly agrees to discuss about it under one condition if she finds a question irrelevant she would not answer it. MARTIN agrees to it and starts with his first question “How difficult was it to deal with people and work in your earlier organizations ?” To which SOPHIYA replied “It was never an issue to me as I was treated fair basis on my merit and not basis on my sexual orientation.” The next question MARTIN had for her is “Did you ever felt discriminated when you were categorized differently amongst handful of people and considered as 0.1% of the total workforce ?” To which SOPHIYA politely responded “There are corporate who treats everyone equal and have the same hiring process for all and then are those corporate who promote their social responsibilities to the universe by projecting they have 0.1% workforce belonging to this category. If the creator haven’t discriminated us against other human beings who are they to typecast us LGBTQ ? Its an unfortunate mindset corporate holds for us. We are no other from rest human beings. Sexual orientation is my choice but my skills and work is my passion and identity. So whom you would like to hire my skills or my sexual orientation ?” MARTIN smiles and says “I see no difference in your opinion or ambition or aspiration being different than others who claim themselves as rest. Would you like to be part of Curtis Family ?” Excited SOPHIYA has no words to thank MARTIN. He asks SOPHIYA to wait for sometime while he calls up CIARA to come in and see them in the cabin. CIARA, enters the room and MARTIN says we do not need this special hiring program for LGBTQ and should be transitioned to normal hiring process. CIARA agrees to MARTIN and promises to take it up further with her stakeholders.

Its two months now 100 other LGTBQs are hired and are part of the Curtis family. The special hiring process is now scrapped and transitioned to regular hiring process.

Readers, at times we conclude too many things for others without even interrogating them and giving them the right opportunity to explain. LGTBQ are no different from others and should not be treated as different either. They should not be bullied in the workplace. There are many instances we see this happening around us but instead of opposing it we often choose to join the rest in the crowd. RESPECT is an ultimate gift we all are borne with and should be using it wisely. Remember Sexual orientation and Skills are two different things, While one creates sick mentality the other creates identity. We don’t need a special application process for them in any popular JOB BOARDS and should treat them purely on merit basis.

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Curtis Consulting is now a global pioneer in Consulting Business. Off late the management feels the company size has grown exponentially without any significant values deriving out of it. ZAIN, The Vice President of the People Engagement Department is in the opinion of reducing the headcount by 2-3% globally. CIARA, The HR head is in agreement with his decision and want the employees off boarding process to be ethical and should be in good terms. If this is enforced in an incorrect manner may bring in negative publicity for the Company which would result in trust issues within the firm.

In the next few weeks she closely examines the statistics of the employees from each department and comes up with a finalized list of some 2000 odd people to be let go across regions. KYLE, The Process Manager is one of them who was associated with Curtis Consulting since last 5 years and have won many accolades for her exceptional contributions. But still company believes she should be let go as someone else from the internal team can taste the flavor of her role. But unfortunately they do not have any opportunity for KYLE at the moment which can be filled or created.

CIARA wanted to ensure the off boarding process to be smooth without impacting emotional stability of the employees. Many people out of the 2000 odd people were either worried or frustrated except KYLE. On the Lay off day CIARA, personally invites KYLE to come and see her in the cabin. She hands over her dues draft with good luck kitty which contains 3 months of severance pay and a personal recommendation letter. KYLE, Although emotional was in a happy state of mind and thanked CIARA for giving the opportunity to be associated with this company.

For the next one month KYLE didn’t show up anywhere in the social network until one fine day she appeared in a GLOBAL PROCESS IMPROVEMENT webinar as a PRESIDENT. What made KYLE bag this opportunity was her knowledge and expertise in the day to day work she executed and her exploration mindset around different possibilities that could give her reputation and a living. In the next one year she started her own independent consulting firm KYLE ASSOCIATES and started partnering with many organization to offer her consultation services until one day she gets a proposal in her mailbox from Curtis Consulting. That was a remarkable day to her.

She was just overwhelmed to see that email coming from her past employer and eventually agreed to take up a discussion around it. The meeting was fixed and the EXTERNAL SKILLS OUTSOURCING DEPARTMENT invited her for a discussion. During her discussion KEITH, the Engagement Manager learnt about her association with Curtis Consulting in the past and congratulated her on the achievements. Achievements doesn’t guarantee you a stable job but gives you the needful respect and trust. KEITH was keen to know how and when this hidden entrepreneur idea originated in her. To which KYLE explained “People should always have options and priorities clearly defined in their careers. If a given engagement doesn’t work for someone this options or choice should show them the next course of action in order to make a shift. People often just stick to their 9-5 job and are not willing to learn and even while they are in this 9-5 routine they are still not willing to learn ultimately this ends up risking their careers. As a professional one should try stretching beyond the horizon to explore possibilities around them. I am the perfect example on having a close observation for my career and the next steps which resulted in opening my own venture. Now I don’t work for any bosses I am my own boss. In terms of monetary benefits, My venture has generated enough revenue for the next 5 years to sustain in the industry which may not have been possible if I would have been sticked to Curtis Consulting as an Employee. EVERY THING HAPPENS FOR A GOOD REASON. BE FIRM WITH THE CHOICE YOU MAKE AND RESPECT THE DEMAND OF THE SITUATION.“

As People, Most often we tend to ignore the hidden possibilities within a given opportunity. This opportunity can be anything, every task we do in our day to day life has some learning to offer us. Its just a matter of thought when we identify and explore that opportunity. Our minds are very reactive in nature especially when something bad happens with us. But if we learn how to deal with that situation we can turn threats into opportunities. Situation can strike anytime and to anyone but being well prepared for it in advance is of utmost importance. In today’s shifting landscape within the job market and growing automation, Reskilling is a part of everyone’s continuous improvement plan but something that is even more important here is to foresee a situation and staying alert well in advance. Its not always wise to flow with the flow but in some case one should posses a ability to divert the flow towards themselves. So the next time if you are asked to go don’t get dishearten and learn to deal with the situation.

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